Corps-, division-level G-1s, G-1 SGMs get Army G-1's take on personnel
Sgt. Maj. Andre Richardson of 2nd Inf Div, Sgt. Maj. Zachary Hansarik of 8th Army, Sgt. Maj. Dawn Charleswell of 1st Cavalry, and Lt. Col. Michael Tayman of 7th ID participate in a video teleconference with the Army G-1 Dec. 10 during G-1 training.

The U.S. Army Human Resources Command brought five days of training to leaders in the Adjutant General field at the Lt. Gen. Timothy J. Maude Complex on Fort Knox, Ky., Dec. 10 to 14.

This "first ever" course is a combined effort of the Commander's Initiative Group and HRC G-3/Operations.

"The G-1/G-1 Sergeant Major Training Course here at Human Resources Command is an essential part of our initiative to ensure we communicate clearly and directly with leaders in the field," said Col. Randall I. Haws, HRC deputy chief of staff for operations. "This initiative will go a long way to ensuring better communications between us and those we serve."

It provides training on what HRC does to corps-, division-level and slated G-1s and G-1 sergeants major.

The course is designed to provide a complete understanding of how HRC works and help them develop relationships that will help them navigate throughout their tour as the unit G-1/administrative officer, said project officer Lt. Col. Fred West, Requirements Branch chief under HRC G-3/Operations.

"I think this is a great opportunity for a field operator to come and see how the Army is manned from the HRC perspective," West said. "They can take that back to their commands. The knowledge they get here on HRC processes and functions will help them better serve their commands."

Among other things, the training includes:

1. briefings from every directorate in HRC;

2. an opportunity to share unit issues and provide direct feedback to HRC as a whole; and

3. a briefing from the Army's deputy chief of staff for personnel, Lt. Gen Howard Bromberg.

"Our goal in this is to gather feedback and establish better communications with the most valuable resource the Army has, its people," Haws said. "As we spend a week talking to the personnel specialists who interact with our Soldiers on a daily basis, our ability to do our job better is significantly enhanced."

Bromberg addressed the AG leaders via a video teleconference:

"Here's how I view your role: You're the face to the field," he said. "You've got to help educate them on how we're doing things differently."

Some of the changes include:

1. The first selection for Intermediate Level Education was in conjunction with the Major Army Competitive Category Promotion Selection Board that met in October (fiscal year 2013). The board considered Year Group 2004 officers for ILE attendance at the 10-month resident and 14-week satellite campuses beginning in January 2014.

2. The revised Officer Evaluation Report is scheduled for implementation Dec. 1, 2013. It includes improved rater accountability, revised forms and regulations, mandatory use of the Support Form, and a revised Evaluation Entry System.

Additionally, to optimize the Centralized Selection List system and make it a key tool in shaping the future of the Army, a few changes have been proposed.

Under the current policy, officers who don't wish to compete for command/key billet are required to opt out of the board. However, officers who choose to compete can further refine their options by selecting individual subcategories (positions). Under the proposed initiative, the boards for the Colonel and Lieutenant Colonel Centralized Selection List, scheduled to convene in September 2013, would be converted to opt-in boards where eligible officers must elect to compete for CSL selection. Secondly, officers who do elect to compete for CSL selection would compete for all positions (subcategories) for which they are eligible. Officers would be required to rank order their preferences for subcategories and available positions.

"As proponent for policy, you need to know what the policies are to help your commander," Bromberg told the AG leaders.

The training didn't just add to the knowledge base of its attendees; its attendees added to the knowledge base of HRC.

"This is basically a two-way street," West said. "We're not just providing them the information on how HRC operates: We're listening to them, learning how HRC can better assist them in the field."

Page last updated Fri December 21st, 2012 at 11:47